Does anyone have or recommend a solid process for vetting new hires?
Hey, how's it going?
It's incredibly frustrating when ghosting threatens the reputation you've built. Background checks ensure safety, but they don't measure reliability. To stop the "no call, no shows," you need a hiring process that forces unreliable people to weed themselves out early.
Here is a streamlined process to filter for dedication:
1. The "Speed Bump" Application
Test their ability to follow basic instructions before you ever call them. At the very bottom of your job description, hide a specific rule.
- The Tactic: "To be considered, please start your reply with the word 'Ready'."
- The Result: Instantly delete the applications that ignored it. If they can't follow a reading instruction, they won't follow your job-site checklists.
2. The Multi-Step Filter
Unreliable people drop off when a process requires consistent communication.
- Text Screen: Send 2 quick qualifying questions via text.
- Phone Interview: If they pass the text, schedule a strict 10-minute phone call.
- The Rule: If they are late to the phone call or ghost the text, they are out. No second chances.
3. The Paid Working Audition
Never send a brand-new hire to a client's property alone on day one.
- The Tactic: Bring them in for a 3-to-4-hour paid trial run shadowing you or a trusted lead.
- The Result: You see their work ethic and phone habits firsthand. Because most ghosting happens on day one, this keeps them away from your clients until they prove they'll actually show up.
4. Reliability Incentives
Give them an immediate reason to show up on time.
- Attendance Bonus: Offer an extra bump in hourly pay for the week, conditioned entirely on 100% on-time attendance.
Putting up these quick filters upfront saves your time and, most importantly, protects your name on the street. Hope this helps get you the type of workers your looking for!!!
